本文選題：組織認同 + 組織文化��； 參考：《廣東財經(jīng)大學(xué)》2017年碩士論文

【摘要】：本論文將組織文化與組織認同相結(jié)合進行分析研究,以改善小微企業(yè)的組織認同狀況為目標,試圖找出該類型企業(yè)員工組織認同的主要影響因素,為其組織認同管理工作提供可茲參考借鑒的經(jīng)驗。論文運用組織文化分為精神層、制度層、行為層、物質(zhì)層四個層次因素的理論對組織認同的影響因素進行分析。以C公司這一典型小微企業(yè)為分析對象,先對其全體員工進行研究,然后對知識型員工及非知識型員工進行比較分析,以圖理清不同人群的組織認同影響因素,及同一因素對不同人群的重要程度。在文獻研究的基礎(chǔ)上,通過問卷調(diào)查、個體訪談等實證方法對其員工的組織認同影響因素及存在問題進行了探討。由調(diào)研得到該企業(yè)員工的組織認同影響因素有:企業(yè)總體因素中的規(guī)章制度;工作本身因素中的勞動報酬和工作內(nèi)容。員工整體組織認同存在問題的方面有:精神層因素中,與價值觀相關(guān)的個人利益與企業(yè)利益的協(xié)調(diào);制度層因素中的薪酬制度、培訓(xùn)制度、工作分配、勞動強度;行為層因素中的奉獻類行為、領(lǐng)導(dǎo)行為、行為模式、離職傾向。對該公司知識型員工與非知識型員工組織認同現(xiàn)狀的比較分析中發(fā)現(xiàn)他們的差異為:知識型員工對企業(yè)的積極看法偏少;非知識型員工的負面看法偏多。以上述分析為基礎(chǔ),根據(jù)該企業(yè)實際情況,本文以系統(tǒng)性、經(jīng)濟性、針對性和可操作性為原則,設(shè)計出一套適合C公司現(xiàn)狀的員工組織認同改善方案,包括如下措施:密切溝通,當員工的合理利益確實受到損害時,企業(yè)應(yīng)適當給予補償;補充及完善企業(yè)管理制度;加強領(lǐng)導(dǎo)者與員工的溝通;樹立行為榜樣并對員工進行引導(dǎo)。期望通過對組織認同的改善達到留住和吸引企業(yè)所需人才的目標。
[Abstract]:In this paper, organizational culture and organizational identity are combined to analyze and study, with the aim of improving the organizational identity of small and micro enterprises, trying to find out the main factors that affect the organizational identity of employees in this type of enterprise. For its organizational identity management to provide reference experience. This paper analyzes the influence factors of organizational identity based on the theory of four levels of organizational culture: spiritual level, institutional level, behavioral level and material level. Taking C Company, a typical small and micro enterprise, as the object of analysis, this paper first studies all its employees, and then makes a comparative analysis of the knowledge workers and non-knowledge workers, in order to clarify the factors affecting the organizational identity of different groups of people. And the importance of the same factor to different population. On the basis of literature research, this paper discusses the influencing factors and existing problems of employees' organizational identity by means of questionnaire, individual interview and other empirical methods. The factors influencing the organizational identity of the employees are as follows: the rules and regulations of the overall factors of the enterprise, the labor remuneration and the content of the work itself. The problems existed in the overall organizational identification of employees are: the coordination of personal interests and enterprise interests related to values, the compensation system, training system, job distribution, labor intensity in the system level factors; Behavior level factors in dedication, leadership behavior, behavior patterns, turnover intention. Through the comparative analysis of the status quo of the organizational identity of the knowledge workers and the non-knowledge workers in the company, the differences are found as follows: the knowledge workers have less positive views on the enterprise, and the non-knowledge employees have more negative views. Based on the above analysis, according to the actual situation of the enterprise, this paper, based on the principles of systematization, economy, pertinence and maneuverability, designs a set of employee organizational identity improvement schemes suitable for the current situation of C Company. It includes the following measures: close communication, when the reasonable interests of employees are really damaged, the enterprise should give appropriate compensation; supplement and perfect the enterprise management system; strengthen the communication between leaders and employees; set an example of behavior and guide employees. The goal of retaining and attracting the talents needed by enterprises is expected to be achieved through the improvement of organizational identity.
【學(xué)位授予單位】：廣東財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.7

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